--- title: Pandemic and Calls for Social Justice Prompt Pay Equity Audits description: A nationwide focus on social justice issues combined with COVID-related shutdowns has put a spotlight on pay equity issues. Here's what leaders should do. image: https://blog.axcethr.com/hubfs/pandemic%20and%20call%20for%20social%20justice%20highlight%20pay%20equity%20issues%20at%20companies.webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - 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[Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) Play Audio Pandemic and Calls for Social Justice Prompt Pay Equity Audits 3:26 # Pandemic and Calls for Social Justice Prompt Pay Equity Audits By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Dec 03, 2020](https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits) 2 min read [0 comment(s)](https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits](whatsapp://send?text=https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits) - [mailto:?subject=Pandemic%20and%20Calls%20for%20Social%20Justice%20Prompt%20Pay%20Equity%20Audits&body=https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits](mailto:?subject=Pandemic%20and%20Calls%20for%20Social%20Justice%20Prompt%20Pay%20Equity%20Audits&body=https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits) ![pandemic and call for social justice highlight pay equity issues at companies](https://blog.axcethr.com/hs-fs/hubfs/pandemic%20and%20call%20for%20social%20justice%20highlight%20pay%20equity%20issues%20at%20companies.webp?width=840&name=pandemic%20and%20call%20for%20social%20justice%20highlight%20pay%20equity%20issues%20at%20companies.webp) Employers struggling to survive the pandemic-driven economic downturn have been forced to reduce salaries and lay off employees in historic numbers. In many cases, remaining employees have had to take on the responsibilities of their departed colleagues, and some may be working at lower salaries than they had at this time a year ago. At the same time, a nationwide laser focus on social justice issues has prompted questions about whether employees are receiving equal pay for doing the same kinds of work, regardless of their race or gender. Like the effect the [#MeToo movement](https://blog.axcethr.com/navigating-pay-equity-in-the-metoo-era) had on efforts to eliminate sexual harassment in the workplace, the pandemic and heightened social justice concerns have begun to train a spotlight on pay inequity issues. In light of these forces at play, employers should review their compensation structures to make sure peer-level employees’ earnings are similar. Paying workers equitably reduces legal exposure and improves employee loyalty. This best practice is always important, but especially so when greater reliance on a smaller workforce means the [exodus of a single employee](https://blog.axcethr.com/stay-with-me-why-good-employees-leave) could add more pressure to those who remain in place and to the organization’s ability to perform competitively. [![building an effective compensation strategy in uncertain times](https://no-cache.hubspot.com/cta/default/2652187/2166a980-67ca-45d8-947e-c5114d796069.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/2166a980-67ca-45d8-947e-c5114d796069) **Pay equity audits** The pandemic – along with the need it created for employees to work remotely and, in some cases, to take on new or different duties than those they performed pre-COVID – caused many businesses to gather or review job descriptions for each position within their companies. These organizations now can refer to this same information as the basis for [pay equity audits](https://blog.axcethr.com/fair-pay-is-fair-play-a-pay-equity-audit-ensures-compliance-with-new-laws) that allow them to identify and correct pay discrepancies among team members. For example, analyzing all the tasks workers perform day to day – details that likely already have helped business owners determine which positions could be eliminated or handled remotely – also can uncover mismatched job titles and pay gaps. If an employer finds similarly qualified employees are performing comparable duties but being compensated at different levels, the company can adjust pay and job titles accordingly. Employers also should examine other personnel data to determine if race, gender or other protected classes are disproportionately affected by pay differences. This data can help businesses address potentially systemic pay inequities. Offer pay transparency, as well, so workers have a clear idea about how their wages compare to target ranges. [![Pay Equity Audit](https://no-cache.hubspot.com/cta/default/2652187/e1c686fe-ef74-4362-b870-045f1b9b9c8d.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/e1c686fe-ef74-4362-b870-045f1b9b9c8d) In the evaluation, employers also should consider each employee’s education, tenure with the company and overall work history. Factors such as seniority, education level, experience and tenure may represent sensible (and legally defensible) reasons for differences in pay. When this is the case, the relevant considerations should be documented. Pay-equity claims often are not made until years after an alleged incident, so prior documentation can help employers defend past pay decisions even if managers cannot recall their rationale. [![HR compliance services for small businesses from Axcet HR Solutions](https://no-cache.hubspot.com/cta/default/2652187/interactive-189255892628.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLtXaA%2FI%2Fd4IBLQWWIvPc8VBpz3H3ex078Evk0vUFpLDcWJCu71piBpPVTB9hyCZWdSoGR6Oh0TEPdzpnPx5r7ektX4%2BF9EoU3DwseVQyHJhJOo7Aha2AGBbFWjq6bWcCguK1tlCCthXt6t7AM%2BvV1DdnYKnyv0ZD1Rc%2B30sbdP76Q3MkFZGlqIM8utqX4WVjC4iBpiLSC%2F6SMewajPEH762bylxzQDJrbRq6aBItgNbOLvqw8k5a%2BUtU2RToPIRl%2B0afey3MhzpSLzdLcAP6fuUl9r5Q%3D%3D&webInteractiveContentId=189255892628&portalId=2652187) ## **Build a Culture of Trust Through Pay Equity** Addressing pay disparities isn’t just the right thing to do – it’s a strategic advantage. When employees know they’re being compensated fairly, morale improves, turnover decreases, and performance rises. Conducting a pay equity audit sends a clear message: your business values fairness, transparency, and every member of your team. **Not sure where to start?** Axcet’s HR compliance experts can guide you through the process. Learn more about our [HR compliance services](https://www.axcethr.com/services/human-resources/hr-compliance-services/) or [contact us today](https://www.axcethr.com/schedule-consultation/) to take the first step toward pay equity. [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents #### [EEO-1 Survey: Gender Reporting and Non-Binary Employees ![EEO-1 Survey: Gender Reporting and Non-Binary Employees](https://blog.axcethr.com/hubfs/employee%20holding%20paper%20showing%20she%20identifies%20as%20non%20binary.webp)](https://blog.axcethr.com/eeo-1-survey-gender-reporting-and-non-binary-employees) #### [![Zoom Shirt with Sweatpants: Has the Pandemic Forever Changed Employee Dress Codes](https://blog.axcethr.com/hubfs/zoom%20business%20call%20in%20dress%20shirt%20with%20pajama%20pants.webp) Zoom Shirt with Sweatpants: Has the Pandemic Forever Changed Employee Dress Codes?](https://blog.axcethr.com/zoom-shirt-with-sweatpants-has-the-pandemic-forever-changed-employee-dress-codes) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2025-05-20T14:42:39.499Z", "datePublished" : "2020-12-03T15:30:00.000Z", "headline" : "Pandemic and Calls for Social Justice Prompt Pay Equity Audits", "image" : [ "https://blog.axcethr.com/hubfs/pandemic%20and%20call%20for%20social%20justice%20highlight%20pay%20equity%20issues%20at%20companies.webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/pandemic-and-calls-for-social-justice-prompt-pay-equity-audits", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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In many cases, remaining employees have had to take on the responsibilities of their departed colleagues, and some may be working at lower salaries than they had at this time a year ago. At the same time, a nationwide laser focus on social justice issues has prompted questions about whether employees are receiving equal pay for doing the same kinds of work, regardless of their race or gender. Like the effect the #MeToo movement had on efforts to eliminate sexual harassment in the workplace, the pandemic and heightened social justice concerns have begun to train a spotlight on pay inequity issues. In light of these forces at play, employers should review their compensation structures to make sure peer-level employees’ earnings are similar. Paying workers equitably reduces legal exposure and improves employee loyalty. This best practice is always important, but especially so when greater reliance on a smaller workforce means the exodus of a single employee could add more pressure to those who remain in place and to the organization’s ability to perform competitively. Pay equity audits The pandemic – along with the need it created for employees to work remotely and, in some cases, to take on new or different duties than those they performed pre-COVID – caused many businesses to gather or review job descriptions for each position within their companies. These organizations now can refer to this same information as the basis for pay equity audits that allow them to identify and correct pay discrepancies among team members. For example, analyzing all the tasks workers perform day to day – details that likely already have helped business owners determine which positions could be eliminated or handled remotely – also can uncover mismatched job titles and pay gaps. If an employer finds similarly qualified employees are performing comparable duties but being compensated at different levels, the company can adjust pay and job titles accordingly. Employers also should examine other personnel data to determine if race, gender or other protected classes are disproportionately affected by pay differences. This data can help businesses address potentially systemic pay inequities. Offer pay transparency, as well, so workers have a clear idea about how their wages compare to target ranges. In the evaluation, employers also should consider each employee’s education, tenure with the company and overall work history. Factors such as seniority, education level, experience and tenure may represent sensible (and legally defensible) reasons for differences in pay. When this is the case, the relevant considerations should be documented. Pay-equity claims often are not made until years after an alleged incident, so prior documentation can help employers defend past pay decisions even if managers cannot recall their rationale. Build a Culture of Trust Through Pay Equity Addressing pay disparities isn’t just the right thing to do – it’s a strategic advantage. When employees know they’re being compensated fairly, morale improves, turnover decreases, and performance rises. Conducting a pay equity audit sends a clear message: your business values fairness, transparency, and every member of your team. Not sure where to start? Axcet’s HR compliance experts can guide you through the process. Learn more about our HR compliance services or contact us today to take the first step toward pay equity.", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2020-12-03", "dateModified" : "2025-05-20", "datePublished" : "2020-12-03", "description" : "Employers struggling to survive the pandemic-driven economic downturn have been forced to reduce salaries and lay off employees in historic numbers. In many cases, remaining employees have had to take on the responsibilities of their departed colleagues, and some may be working at lower salaries than they had at this time a year ago. 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